用人单位惩戒权法律规制研究

发布时间：2018-03-10 08:52

本文选题：惩戒权　切入点：劳动纪律　出处：《首都经济贸易大学》2016年硕士论文　论文类型：学位论文

【摘要】：用人单位为了维护劳动秩序,在企业规章制度中都会以明文的方式规定劳动纪律,并同时规定违反劳动纪律时的惩戒措施。目前国内的立法来看,法律赋予了用人单位制定劳动规章制度及劳动纪律的权利,并确认其有效性。但是,立法却没有明确用人单位惩戒违反劳动纪律的员工是否具有正当性。实践中惩戒权广泛存在,用人单位滥用惩戒权侵犯劳动者合法权益的现象也屡见不鲜。本文通过十二个典型案例提出问题,从法律性质、法律限度以及违法救济三个方面对用人单位的惩戒权的法律规制进行系统和深入的研究。就惩戒权法律性质而言,目前有肯定说和否定说两种观点,其中肯定说又分为固有权说、契约说、集体合意说、法规范说、企业秩序维护说。本文认为,用人单位惩戒制度的性质是根据劳动关系衍生出的一种特殊的契约关系,劳动者集体或集体代表与用人单位双方进行合意,根据法律授予的自主管理权,规定每一个劳动者在该用人单位需要遵守的规则。即劳动者基于劳动从属关系,与用人单位订立的一种特殊的契约,在劳动者不遵守劳动纪律时,用人单位基于此种特殊约定得享有惩戒该劳动者的权力,以此来维护用人单位劳动秩序。惩戒权适用的主体范围仅仅是该用人单位的内部,针对于该用人单位签订劳动合同的不特定劳动者,就惩戒权法律限度而言,应当以惩罚为辅、教育为主。惩戒权是用人单位维护其劳动秩序的手段,适用时应当兼顾企业的生产与劳动者的合法权益,不能过分加重劳动者负担。劳动者违反用人单位劳动纪律时,应当就违纪者进行处罚,不得对违纪者之外的劳动者进行处罚。同时,劳动者应当被平等对待,相同的违纪行为应承担同样的惩戒处罚。如果用人单位在惩戒行为发生后较长一段时间内没有发现劳动者的违纪行为,若惩戒已无必要,则可以对劳动者免于处罚。就滥用惩戒权法律救济而言,现行法律、政策等为劳动者提供了一些救济权利的途径,包括投诉、申诉、举报,与用人单位协商,向相关组织申请调解,向劳动仲裁部门申请仲裁与向法院提起诉讼。但是这些救济途径无法有效实现受惩戒劳动者维权目的。通过在用人单位内部设立惩戒救济机制、赋予劳动监察大队对违法惩戒的救济职责、将部分惩戒措施引起的争议纳入诉讼受案范围等具体措施也可以对具体惩戒行为的滥用进行救济。
[Abstract]:In order to maintain labor order, the employing units will stipulate labor discipline in an explicit manner in the enterprise rules and regulations, and at the same time stipulate disciplinary measures in case of violation of labor discipline. The law gives employers the right to formulate labor rules and regulations and discipline, and confirms their validity. However, the legislation does not make it clear whether it is legitimate for employers to discipline employees who violate labor discipline. It is also common for employers to abuse their disciplinary power to infringe upon the legitimate rights and interests of workers. This paper makes a systematic and in-depth study on the legal regulation of the right to discipline of the employing unit from the three aspects of legal limitation and illegal remedy. As far as the legal nature of the right to discipline is concerned, there are two points of view at present: positive and negative. Among them, the affirmation theory is divided into the firm right theory, the contract theory, the collective agreement theory, the law norm theory, and the enterprise order maintenance theory. This paper holds that the nature of the unit of choose and employ persons' disciplinary system is a special contractual relationship derived from the labor relations. The collective or collective representatives of the laborer and the employing unit agree that, according to the autonomous management power granted by law, each laborer is required to abide by the rules of the employer, that is, the laborer is based on the labor subordination, A special contract concluded with an employing unit in which, when a worker fails to observe labor discipline, the employing unit shall, on the basis of such special agreement, have the power to discipline the worker, In order to maintain the labor order of the employing unit, the subject scope of the application of the disciplinary power is only the internal scope of the employer. For the unspecified laborer who has signed the labor contract with the employer, the punishment should be supplemented by the punishment as far as the legal limit of the disciplinary power is concerned. The right to discipline is the means by which the employer maintains its labor order. When applicable, it should take into account the production of the enterprise and the legitimate rights and interests of the laborer, and the burden on the laborer should not be unduly increased. When the laborer violates the labor discipline of the employing unit, The defaulter shall be punished, and no worker other than the defaulter shall be punished. At the same time, the worker shall be treated equally, If the employer does not find any violation of discipline by the laborer within a long period of time after the disciplinary act, if the punishment is no longer necessary, As far as legal remedies for abuse of disciplinary power are concerned, current laws and policies provide workers with access to relief rights, including complaints, complaints, reports, and consultations with employers. Apply for mediation to relevant organizations, apply to the labor arbitration department for arbitration and bring a lawsuit to the court. However, these remedies can not effectively achieve the purpose of safeguarding the rights of disciplined workers. By setting up a disciplinary relief mechanism within the employing unit, It can also remedy the abuse of specific disciplinary actions by entrusting the labor inspection brigade with the duty to remedy the illegal punishment and bringing the disputes caused by some disciplinary measures into the scope of litigation cases.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：D922.5

【相似文献】